RecruitingTrends.com http://www.recruitingtrends.com Leading Edge Insight and Strategies for the Recruiting Professional Wed, 16 May 2012 23:40:54 +0000 en hourly 1 http://wordpress.org/?v=3.3.1 Hiring for Recruiters Continues in 2012, up 10% in April http://www.recruitingtrends.com/hiring-for-recruiters-continues-in-2012-up-10-in-april http://www.recruitingtrends.com/hiring-for-recruiters-continues-in-2012-up-10-in-april#comments Wed, 16 May 2012 23:31:03 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10839 New York, NY (PRWEB) May 16, 2012 -- During April 2012, more than 5,800 jobs were advertised online for Recruiters, according to WANTED Analytics™(http://www.wantedanalytics.com), the leading source of real-time business intelligence for the talent marketplace. Hiring increased more than 10% year-over-year when compared to April of 2011 and more than 33% versus April 2010. As employers expand their recruiting staff, this can signal plans to hire more workers across the entire organization.]]>


In April 2012, more than 5,800 job ads were posted online for Recruiters, increasing 10% year-over-year, according to WANTED Analytics™.

New York, NY (PRWEB) May 16, 2012 – During April 2012, more than 5,800 jobs were advertised online for Recruiters, according to WANTED Analytics™(http://www.wantedanalytics.com), the leading source of real-time business intelligence for the talent marketplace. Hiring increased more than 10% year-over-year when compared to April of 2011 and more than 33% versus April 2010. As employers expand their recruiting staff, this can signal plans to hire more workers across the entire organization.

Potential candidates for Recruiter jobs are often required to have knowledge or experience of several tools and technologies, including:

1. Microsoft Office (including PowerPoint, Word, Outlook, Excel)
2. Oracle HRIS
3. Customer relationship management (CRM)
4. Word processing
5. Applicant tracking software (ATS)
6. Data mining
7. Candidate tracking
8. Social networking sites
9. Contact management
10. Workforce management

The five metropolitan areas with the highest volume of job ads for Recruiters during April were New York, Chicago, Los Angeles, Dallas, and Washington (DC). Although Recruiters in New York posted the most ads of any city, hiring demand over the past year actually declined about 1% compared to the same time month in 2011. In comparison, Recruiters in Dallas saw the most year-over-year growth of these five locations, with 27% more job ads than were seen online in April 2011.

Nationwide, companies sourcing candidates with animation skill sets are likely to find them moderately hard-to-recruit, with varying degrees of difficulty in each location depending on the available talent supply. According to the Hiring Scale™, employers in Los Angeles are currently experiencing more difficulties than average when sourcing for Recruiter job openings. While demand for this skill has grown, the local talent pool of qualified professionals has not grown as the same rate. Employers in this area are likely to compete heavily to attract talent and may experience a longer time-to-fill than many other areas across the United States. The Hiring Scale also shows that the best places to recruit Animators are currently Omaha (Nebraska), Jackson (Mississippi), and Huntsville (Alabama). These areas are likely to fill job openings faster than the rest of the United States. Job ads in these areas are posted for an average of about 4 weeks, 1 week shorter than in Los Angeles.

The Hiring Scale measures conditions in local job markets by comparing hiring demand and labor supply. The Hiring Scale is part of the WANTED Analytics platform that offers business intelligence for the talent marketplace.

To see additional charts and detail, please visit http://www.wantedanalytics.com/insight.

The Hiring Scale is available at http://www.hiringscale.com.

About WANTED Analytics™

WANTED Analytics™ helps recruiting organizations make better decisions faster with real-time business intelligence on jobs, employers, and talent. Analytics brings together, for the first time, years of hiring demand and talent supply data to create a true talent intelligence platform for hard-to-fill positions.

Clients in the staffing, HR, RPO, media, and government sectors use WANTED Analytics™ to find sales leads, analyze employment trends, gather competitive intelligence, forecast economic conditions, and source hard-to-fill positions.

About WANTED Technologies Corporation

WANTED Technologies (TSX-V:WAN) provides real-time business intelligence for the talent marketplace. Founded in 1999, the company’s headquarters are in Quebec City, Canada, and it maintains a US-based subsidiary with primary offices in New York City. WANTED began collecting detailed Hiring Demand data in June 2005, and currently maintains a database of more than 600 million unique job listings. For more information or to sample WANTED’s services, visit http://www.wantedanalytics.com.

WANTED is also the exclusive data provider for The Conference Board Help Wanted OnLine Data Series®, the monthly economic indicator of Hiring Demand in the United States.

The TSX Venture Exchange does not accept responsibility for the adequacy or accuracy of this release. Any statement that appears prospective shall not be interpreted as such.

]]> http://www.recruitingtrends.com/hiring-for-recruiters-continues-in-2012-up-10-in-april/feed 0 Recruitment Advertising Strategies to Attract the Best Candidates http://www.recruitingtrends.com/recruitment-advertising-strategies-to-attract-the-best-candidates-2012 http://www.recruitingtrends.com/recruitment-advertising-strategies-to-attract-the-best-candidates-2012#comments Wed, 16 May 2012 18:55:15 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10807 Join Us – Wednesday, June 13, 1:00PM – 2:00PM EDT Courtesy of Glassdoor Recruitment advertising has evolved dramatically in recent years to accommodate new technologies like social media, mobile recruiting, and niche job boards. But effective recruiting requires determining where candidates and hires coming from are—and what sources are providing the best ROI. Answers can easily be obtained by asking the proper questions and putting the right measures in place for more effective tracking.]]>



Cindy Songne,
VP, Agency Relations,
JIBE

Twitter @cindysongne
Craig Freitag,
Executive Vice President
Creative Services,
CKR Interactive

Twitter @craigfreitag

Recruitment Advertising Strategies to Attract the Best Candidates

Join Us – Wednesday, June 13, 1:00PM – 2:00PM EDT
Courtesy of Glassdoor

 

Recruitment advertising has evolved dramatically in recent years to accommodate new technologies like social media, mobile recruiting, and niche job boards. But effective recruiting requires determining where candidates and hires coming from are—and what sources are providing the best ROI. Answers can easily be obtained by asking the proper questions and putting the right measures in place for more effective tracking.

Join Cindy Songne, VP, Agency Relations, JIBE, and Craig Freitag, Executive Vice President Creative Services, CKR Interactive, as they share their in-depth knowledge of best of class Recruitment Advertising Strategies and its impact on ROI.

This session will introduce new user friendly tools, tactics, and best practices to make recruitment advertising more effective and quantifiable, and assist you in reaching and landing the highest quality candidates.

Attend this webinar and learn how to:

  • Leverage social media and niche career sites as effective sources of quality candidates, often at the fraction of the cost of more traditional job postings
  • Emulate what best organizations are doing today to attract talent
  • Tap into trends that are driving the shift away from “same old, same old” job postings
  • Build a candidate pipeline that includes passive candidates in addition to active job seekers
  • Utilize technology to cast your recruitment line in a smaller, more well-defined pond full of big fish for greater impact on hiring outcomes
  • Clearly understand how well your recruitment advertising is performing based on easy measurement and concrete data

This webinar shares critical information, especially when you consider two factors: Most companies don’t know they have a problem, and it’s those very companies that are spending more and more on recruitment advertising for a disappointing ROI.

Register today at no charge to you, courtesy of Glassdoor

 

About the Presenter:

Cindy Songne, VP, Agency Relations, JIBE

Cindy Songne has 25 years of valuable recruitment experience in a variety of management roles and industries, including staffing agency, corporate recruiting, classified newspaper advertising, recruitment ad agency, 11 years of building Monster’s global agency business to over 400 agency relationships, and most recently serving as JIBE’s Vice President of Agency Relations.  She has served on the Newspaper Association of America’s Recruitment Board; was the Arizona SHRM Staffing President for 4 years; won a national SHRM award for community service; published articles and training programs on best practices in recruiting; and presented the topic of Leveraging Social Media to the International Association of Employment Web Sites (IAEWS).  Many years ago, Cindy was one of the first newspaper classified employment managers in the country to post employment ads on the web, for which she earned an award for advertising excellence. Cindy travels extensively throughout North America addressing agency executives and their teams.

Craig Freitag, Executive Vice President Creative Services, CKR Interactive

As Executive Vice President of Creative Services, Craig brings versatility and flexibility to life at CKR Interactive. His creativeabilities and 20 years of experience span from print, corporate identity and traditional advertising to multimedia, web design and online advertising. With each client with whom he partners, he crafts strategic and integrated concepts into creative, eye-catching campaigns that see positive results. Before joining CKR Interactive in 2001, Craig honed his recruitment advertising skills as a Creative Director for the Fortune 500 Company, Robert Half International. He was responsible for concepts and overseeing branding on such accounts as Accountemps, OfficeTeam, Robert Half, The Affiliates, The Creative Group and Benchmark. The prior 10 years of design and art direction experience came with being employed at product advertising agencies, handling notable clients such as Norwest Financial, General Motors, the Colorado Rockies and Coors Brewing Co. Craig holds a degree from the Colorado Institute of Art, and is available to speak on any topics pertaining to creative design, brand development and messaging.

About the Sponsor:

Glassdoor is a free jobs and career community offering an inside look at companies and access to millions of job listings. Glassdoor helps employees, job seekers, employers and recruiters find and share detailed information on more than 150,000 companies, such as Facebook, Google, Chevron, J.Crew, NIKE and PricewaterhouseCoopers.  Users have the ability to leverage their Facebook network to uncover Inside Connections at a company and get access to proprietary user-generated content including salary data, company reviews, interview questions and reviews, office photos and CEO approval ratings. Glassdoor was founded in 2007 and launched its website in 2008. Headquartered in Sausalito, Calif. Glassdoor has raised $22.2 million from its founders, Benchmark Capital, Sutter Hill Ventures and Battery Ventures. More information about Glassdoor can be found on its blog, and by following the company on Facebook, Twitter, Google + and LinkedIn.

Glassdoor.com is a registered trademark; Inside Connections and JobScope are a trademark of Glassdoor, Inc.

]]> http://www.recruitingtrends.com/recruitment-advertising-strategies-to-attract-the-best-candidates-2012/feed 0 Sourcing Strategies http://www.recruitingtrends.com/sourcing-strategies http://www.recruitingtrends.com/sourcing-strategies#comments Wed, 16 May 2012 18:14:41 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10793 Join us Wednesday, June 27 at 1:00 PM – 2:00 PM EDT What trends and tools are currently in play in the sourcing arena that weren’t available only a few years ago? How do you juggle multiple priorities while striving to build strong candidate and client relationships? How do you maximize your sourcing efforts to find the quality candidates you seek? How do you avoid the most common mistakes that sourcers make?]]>



Julia Stone,
Recruiter,
BizWerks

Twitter @BizWeker

Sourcing Strategies

Wednesday, June 27 at 1:00 PM – 2:00 PM EDT

Register Now – at no charge, courtesy of Recruiting Trends

What trends and tools are currently in play in the sourcing arena that weren’t available only a few years ago? How do you juggle multiple priorities while striving to build strong candidate and client relationships? How do you maximize your sourcing efforts to find the quality candidates you seek? How do you avoid the most common mistakes that sourcers make?

As the owner of a niche recruiting & sourcing company, Julia Stone of BizWerks understands the dynamic and evolving world of sourcing – and she has some solutions that may surprise you.

Attend this webinar and learn how to:

  • Get organized and make the most out of every minute you can devote to sourcing
  • Adopt a “sourcing mindset” to become more effective using smaller increments of time
  • Establish stepping stones and then lay the foundation for a sound sourcing strategy
  • Gain a new perspective – understand why sourcing is about knowing people first, and the process second

A dynamic sought-after speaker and a true sourcing expert, Julia Stone has spent 15 years recruiting and sourcing in technology, life sciences, and consulting. She believes sourcing is an art form based in science and as such continues to look for new ways of reinventing her work.

This webinar provides information every recruiter and sourcer can use immediately – and it’s shared in a light, humorous manner.

Register Now at No Charge
Courtesy of Recruiting Trends

About the Presenter:

Brian Johnston, Founder, Johnston Search

Twitter @BizWeker

Julia Stone owns BizWerks, a niche recruiting firm in the Midwest specializing in executive and technical recruiting. She has been AIRS Certified as a Certified Internet Recruiter twice, and was one of the first to get the designation in the 90s. She won a SourceCon Challenge in 2008 and helped create the challenges in 2009-10. She considers herself a student of sourcing and is always looking for new ways of reinventing her work. Julia Stone is also a hands-on recruiter and sourcer, spending every day in the trenches trying to multi-task her way through both jobs and a few others along the way.

Follow Julia on Twitter @BizWeker

Julia LinkedIn http://www.linkedin.com/in/juliastone

 

]]> http://www.recruitingtrends.com/sourcing-strategies/feed 0 Best Practice Series: Interviewing Digital http://www.recruitingtrends.com/best-practice-series-interviewing-digital http://www.recruitingtrends.com/best-practice-series-interviewing-digital#comments Wed, 16 May 2012 15:42:47 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10779 Wednesday, June 6 at 1:00 PM – 2:00 PM EDT After sorting through resume after resume and selecting a few choice candidates worth your time, the real challenge starts: conducting a smart and effective interview that differentiates between what you hope for vs. who is really sitting across from you. So how do you conduct a great interview? And what tools are available to you? Are you ready for digital? Join Ken Lane, Director, Global Talent Acquisition, Cliffs Natural Resources; Sarah White, HR Technology Strategist; and friends for a compelling presentation and candid conversation that explores best interview practices and today’s tools. ]]>



Ken Lane,
Director,
Global Talent Acquisition,
Cliffs Natural Resources

Twitter @kenlane
Sarah White,
HR Technology
Strategist & Evangelist

Twitter @ImSoSarah

 

Best Practice Series: Interviewing Digital

Wednesday, June 6 at 1:00 PM – 2:00 PM EDT

Register Now – at no charge, courtesy of Async Interview

After sorting through resume after resume and selecting a few choice candidates worth your time, the real challenge starts: conducting a smart and effective interview that differentiates between what you hope for vs. who is really sitting across from you. So how do you conduct a great interview? And what tools are available to you? Are you ready for digital?

Join Ken Lane, Director, Global Talent Acquisition, Cliffs Natural Resources; Sarah White, HR Technology Strategist; and friends for a compelling presentation and candid conversation that explores best interview practices and today’s tools.

Find out what video interviewing is all about, including:
· Where video interviewing fits in the hiring process
· What candidates think of video interviewing
· How to establish interviewing benchmarks
· How video interviewing benefits your employer brand

Your organization depends on your ability to make a good hire. But, as you know, making a good hire is not easy. It’s not just a matter of finding people with the right skills; you’re also looking for the right attitude and aptitude, as well as cultural fit. If this weren’t enough, you are also responsible for the ROI of each hire.

If you interview job candidates, you don’t want to miss this webinar.

Register Today – at no cost to you, courtesy of Async Interview

About the Presenter:

Ken Lane, Director, Global Talent Acquisition, Cliffs Natural Resources

Twitter @kenlane

Ken Lane is a dedicated recruiting professional with over 25 years of experience currently he is the Director, Global Talent Acquisition, CLIFFS NATURAL RESOURCES

During his 25 year career in Human Resources Ken has had experience in Executive Search as well as with Global Fortune 500 organizations including: Motorola, Rohm and Haas and ITT Corporation. Throughout his career Ken has focused on integrating advanced technology solutions into the recruitment process while still maintaining a personal touch to candidates.

Connect with Ken on LinkedIn

Sarah White, HR Technology Strategist & Evangelist

Twitter @ImSoSarah

Sarah White, is the Founder & CEO of Sarah White & Associates, LLC, a strategic consulting and advisory firm focused on integration of technology and human capital.   After leaving Bersin & Associates in 2011, she identified the real need for improved technology and its integration into business processes within the Human Capital market place.  While everyone was talking integrated solutions and ERP products, few realized the real struggles surround talent acquisition, her area of specialty.

Since then, White has partnered with some of the world’s largest ERP solutions looking to redesign their recruiting offering and some of Silicon Valley’s most innovative start-ups, trying to understand how to really fit into the HR Technology landscape and vendors of all sizes in between.

Corporate human resource teams have ran global internal recruiter & candidate audits to understand areas for improvement and brought her in as an advocate, talking with executive boards about the importance of candidate experience and brand.

With more than a decade in this space and an innovative consulting idea, Sarah White & Associates has amassed one of the strongest teams of industry specific experts along the way to partner with.  Our OnDemand model has brought some of the industry’s leading experts together providing our clients access to former CMO’s of global brands, HR Community Building Pros,  Social Media Strategists, Former Corporate Employment Branding Experts, HR Tech Sales Leaders, Writers/Editors and Industry Influencers – without you having to make a single call.

About the Sponsor:

Async Interview is a suite of digital interviewing tools. Our products are built to address a process bogged down in inefficiencies, rising costs and laborious procedures. Our cloud-based, real-time system gives recruiters, HR Professionals and hiring managers the ability to interview, collaborate, track and hire the emerging workforce.

Our goal? To streamline organizational decision-making for hiring and workforce planning. Our team strives to provide the very highest level of service, while our expansive suite of tools ensures your organization selects the highest caliber candidates from the widest range of sources.

]]> http://www.recruitingtrends.com/best-practice-series-interviewing-digital/feed 0 ERA Real Estate Reveals Strategies for Recruiting Generation Y http://www.recruitingtrends.com/era-real-estate-reveals-strategies-for-recruiting-generation-y http://www.recruitingtrends.com/era-real-estate-reveals-strategies-for-recruiting-generation-y#comments Wed, 16 May 2012 14:37:23 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10772 ERA Real Estate, a leading global real estate franchisor, today announced the publication of an industry report "Generation Y: Rethinking Recruiting." Recognizing that recruiting additional members of Generation Y was a necessary part of succession planning for the real estate industry, ERA Real Estate set out to research the industry's appeal to this demographic with the intent of leveraging findings to help ERA(R) brokers in recruiting Gen Y. Key findings include characteristics of real estate that appeal to Millennials and match what they are looking for in a career; recruiting messages that resonate with this generation; and tactics businesses can use to attract Millennials into their organization.]]>


Research Outlines Roadmap for Attracting Millennials to a Career in Real Estate

PARSIPPANY, NJ, May 16, 2012 (MARKETWIRE via COMTEX) — ERA Real Estate, a leading global real estate franchisor, today announced the publication of an industry report “Generation Y: Rethinking Recruiting.” Recognizing that recruiting additional members of Generation Y was a necessary part of succession planning for the real estate industry, ERA Real Estate set out to research the industry’s appeal to this demographic with the intent of leveraging findings to help ERA(R) brokers in recruiting Gen Y. Key findings include characteristics of real estate that appeal to Millennials and match what they are looking for in a career; recruiting messages that resonate with this generation; and tactics businesses can use to attract Millennials into their organization.

Demographic data points to the need for such research: according to the National Association of Realtors, the average age of a Realtor(R) is 56; Generation X is not numerous enough to replace retiring Baby Boomers; and Generation Y can fill the growing need for new agents.”Our findings indicate that there are actionable steps that can be taken to maximize recruiting efforts aimed at Millennials such as implementing innovative ways to overcome the financial barriers to entry, creating a mentoring plan than aligns junior agents with seasoned professionals and creating Gen Y-friendly offices,” said Charlie Young, president and CEO of ERA Real Estate. “In addition, we identified that Millennials are twice as likely to be interested in a real estate career if they know an agent their age or have previously worked on commission so focusing on those populations can increase recruiting success.

“Members of Generation Y, also known as Millennials, were born between 1978 and 1995. Referred to a “digital natives,” they have often been called the most connected generation for their embrace of technology and social media platforms. Despite common perceptions, compensation is not what drives Millennials when considering a career in real estate. Instead, they are more motivated by:

  • Helping to build communities
  • Developing extensive professional networks
  • The opportunity to do different things every day
  • Working independently, but with the support of a broker and a brand as back up
ERA Real Estate’s research also provided six areas of opportunity for recruiting Gen Y:

  • Use social recruiting to connect with Gen Y
  • Provide career support and an opportunity for collaboration
  • Clearly identify a career path
  • Promote a work-life balance
  • Highlight community service
  • Leverage existing Gen Y talent to recruit peers

To view the executive summary of the report, “Generation Y: Rethinking Recruiting,” visit the Research section of ERA.com.About ERA Real Estate ERA Real Estate is an innovative franchising leader in the residential real estate industry with 40 years experience in developing consumer-oriented products and services. The ERA network includes approximately 30,000 brokers and sales associates and approximately 2,400 offices throughout the United States and 35 countries and territories. Each office is independently owned and operated. ERA Real Estate is a subsidiary of Realogy Corporation, a global provider of real estate and relocation services. ERA Real Estate information is available at: ERA.com.

]]> http://www.recruitingtrends.com/era-real-estate-reveals-strategies-for-recruiting-generation-y/feed 0 Midlands HR Specialist Helps Companies Avoid Recruiting Managers with Fake CVs http://www.recruitingtrends.com/midlands-hr-specialist-helps-companies-avoid-recruiting-managers-with-fake-cvs http://www.recruitingtrends.com/midlands-hr-specialist-helps-companies-avoid-recruiting-managers-with-fake-cvs#comments Wed, 16 May 2012 14:29:40 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10769 In the week that Yahoo announced their Chief Executive had stepped down amid speculation over a fake computer science degree, Midlands recruitment experts Signature HR announced a retained contract with Telegraph Media Group (TMG) for pre-employment screening – the very thing Yahoo could have utilised to avoid such a HR scandal. Signature HR has already been working with TMG for two years, handling their exit interviews and HR needs, and will be continuing to work with the publisher on pre-employment screening and employee health checks for a further 12 months. TMG chose to continue outsourcing their HR to Signature after experiencing for themselves the personal and professional approach they take in their work.]]>


16 May, 2012 13:18 CET – In the week that Yahoo announced their Chief Executive had stepped down amid speculation over a fake computer science degree, Midlands recruitment experts Signature HR announced a retained contract with Telegraph Media Group (TMG) for pre-employment screening – the very thing Yahoo could have utilised to avoid such a HR scandal.

Signature HR has already been working with TMG for two years, handling their exit interviews and HR needs, and will be continuing to work with the publisher on pre-employment screening and employee health checks for a further 12 months. TMG chose to continue outsourcing their HR to Signature after experiencing for themselves the personal and professional approach they take in their work.

Pre-employment screening is the very thing that Yahoo could have utilised to avoid taking on an employee with false qualifications. The process involves scrutinising a potential employee’s CV, verifying references and qualifications before a job offer is made. Already Signature has saved TMG money by following up on false qualification claims before a potential employee has been offered a role in the company.

During a time where the global jobs market is so highly competitive, increasing numbers of people are embellishing their CVs with false qualifications in order to secure employment. . In fact, a recent survey by Jobsite.co.uk found that 48% of jobseekers were prepared to lie on their CV to secure a job. Taking on somebody who has made a false claim on a CV can be a costly process when you later try to dismiss them, as they have grounds to sue for breach of contract. The money associated with re-hiring someone can quickly amount due to advertising and lost working hours.

Rebecca Dunn, Director of Signature HR said: “Increasingly, large corporations are becoming found out for not having extensive pre-employment screening checks in progress. It usually only takes a few weeks to screen a potential employee and it could be the difference between hiring a suitable candidate for the long term and hiring three or four new people over a short period of time.

“We are delighted to have renewed our contract with TMG, who already benefit from our pre-employment screening and will also be receiving employee health checks as we help them to recruit the right people for their vacancies.”

For further information, please contact:-

Rebecca Dunn, Signature HR on 024 7699 7783, or e-mail info@signaturehr.co.uk

Or

Denise Taylor, Bridge PR & Media Services on 024 76 520025, or e-mail denise@bridgepr.co.uk.

About Signature HR:

Signature HR specialise in providing HR support and services to companies across the UK. They are experts in providing support in managing the employee life cycle, providing services ranging from pre-employment screening, engagement and pulse surveys through to exit interviews.

]]> http://www.recruitingtrends.com/midlands-hr-specialist-helps-companies-avoid-recruiting-managers-with-fake-cvs/feed 0 MCI Releases Results of Its HR Recruitment Trend Survey http://www.recruitingtrends.com/mci-releases-results-of-its-hr-recruitment-trend-survey http://www.recruitingtrends.com/mci-releases-results-of-its-hr-recruitment-trend-survey#comments Wed, 16 May 2012 14:24:17 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10766 MCI Consultants, the largest distributor of staffing software in southern Africa, today announced the results of its 2012 SA HR Recruitment trend survey that ran for just over 30 days and received 812 responses from HR professionals from across the country. “We believe this to be the largest survey of its kind ever to be conducted in South Africa,” commented Rhett Davies, Partner at MCI.]]>


[Johannesburg, 16 May 2012] - MCI Consultants, the largest distributor of staffing software in southern Africa, today announced the results of its 2012 SA HR Recruitment trend survey that ran for just over 30 days and received 812 responses from HR professionals from across the country.

“We believe this to be the largest survey of its kind ever to be conducted in South Africa,” commented Rhett Davies, Partner at MCI.

“The interest shown in this survey took us all by surprise and clearly indicates that recruitment is an area that is causing many headaches for companies as they seek to grapple with the skills shortage that exists in this country.”

Some of the highlights from the survey were as follows:

* 73% of organisations have a careers section on their Web sites;
* 52% of organisations use a recruitment management system;
* Only 58% of organisations had an annual staff turnover of less than 10%;
* 93% of organisations attempt to source and place candidates internally before approaching recruitment agencies;
* 40% of respondents have between one and five recruitment agencies on their preferred supplier lists;
* 58% of organisations do not primarily make use of recruitment agencies to fill their requirements;
* 53% of organisations use social media to recruit candidates; with LinkedIn being by far the most successful; and,
* Overall, recruitment agencies and internal referrals gave the best quality candidates; while print media gave the worst.

The full results of the survey can be found at http://bit.ly/hrsurveyresults.

MCI’s Direct Hire is a powerful, versatile and easy-to-use e-recruitment solution for medium-sized and large organisations that has been specifically designed and developed by MCI Consultants to automate the requisition-to-hire process.

For further information, please contact Rhett Davies, MCI: tel (011) 454 3420, fax (011) 454 3417, e-mailr.davies@mci.co.za.

MCI

MCI is a dynamic business information systems consulting firm based in Johannesburg, South Africa, specialising in providing IT solutions to medium-sized and large companies across various industries in South Africa, Africa and abroad.

MCI offers a complete solution, which can include project management, consulting services, installation, training and support, packaged software implementations, hosted solutions, product development, including e-commerce and mobile solutions, hardware supply, and network and communications services.

MCI’s superior performance and reputation is attributable to its passionate, dedicated team and dynamic skill pool of consultants.

MCI’s approach is to continuously provide solutions to meet its clients’ changing requirements. MCI prides itself on delivering excellent customer service and building long-lasting partnerships with its clients.

Editorial Contact:

MCI
Aliki Droussiotis
(011) 454 3420
aliki@mci.co.za
Global Research Partners
Paul Booth
(082) 568 1179
pabooth@mweb.co.za

 

]]> http://www.recruitingtrends.com/mci-releases-results-of-its-hr-recruitment-trend-survey/feed 0 Jobs Rated 2012: HR Managers Rock, Lumberjacks Roll http://www.recruitingtrends.com/jobs-rated-2012-hr-managers-rock-lumberjacks-roll http://www.recruitingtrends.com/jobs-rated-2012-hr-managers-rock-lumberjacks-roll#comments Wed, 16 May 2012 14:17:25 +0000 Tony Lee http://www.recruitingtrends.com/?p=10763
Landing the job that’s right for you – that’s a good match for your skills and interests – requires soul-searching, some trial and error and lots of research. Fortunately, if you're working as a human resources manager, you've already made a very smart career choice. According to the 2012 Jobs Rated Report from CareerCast.com, HR manager ranks as the nation's third best job, just behind software engineer and actuary. The report provides a comprehensive analysis of 200 different jobs – from Accountant to Zoologist – ranking each profession based on factual analysis and hard data. ]]>


Tony Lee, Chief Alliance Officer & EVP of East Coast Operations, Adicio

Landing the job that’s right for you – that’s a good match for your skills and interests – requires soul-searching, some trial and error and lots of research. Fortunately, if you’re working as a human resources manager, you’ve already made a very smart career choice.

According to the 2012 Jobs Rated Report from CareerCast.com, HR manager ranks as the nation’s third best job, just behind software engineer and actuary. The report provides a comprehensive analysis of 200 different jobs – from Accountant to Zoologist – ranking each profession based on factual analysis and hard data. The rankings are created by researchers who gather mounds of data and sort through all of the factors to break each into five key categories: Physical Demands, Work Environment, Income, Stress and Hiring Outlook. Jobs receive a score in each individual category, and when these are added together, the career with the best overall score is ranked first, while the one with the worst overall score is ranked 200th.

Although everyone’s experience in a certain job can vary greatly, the Jobs Rated report can help you make a more qualified career decision based on data rather than subjective surveys. For instance, Software Engineers who can help with the current technological revolution are reaping the benefits. Their pay is great, hiring demand for their skills is through the roof, and working conditions have never been better, which is why they’re ranked No. 1.

Employment growth for Human Resources Managers also is projected to be a very healthy, at 21% thru 2020, which is on par with most medical professions, according to the U.S. Bureau of Labor Statistics. If you mix their job outlook scores with their income levels (19th on our Jobs Rated list) and throw in the low physical demands, relatively safe work environment and low-to-moderate stress levels, HR Managers should rightly be listed as a Best Job.

“Companies big and small need someone who is skilled in HR,” says Pat Kuhl, Vice President of Human Resources for a Maryland health care system. Today, professionals in Human Resources have more of a strategic role than ever before. “We are relied upon to make sure the needs of the employee are in sync with the company’s goals and in support of the organization’s mission,” says Kuhl, who adds, “It’s not always an easy job, but it is very rewarding.”

Of course, any job may seem like the best job if you’re unemployed and the improving economy hasn’t ushered you back into the workforce. But there are qualities that make some professions more desirable than the rest of the pack. Here is the list of this year’s best jobs, according to CareerCast.com:

Rankings:

1. Software Engineer
2. Actuary
3. Human Resources Manager
4. Dental Hygienist
5. Financial Planner
6. Audiologist
7. Occupational Therapist
8. Online Sales Manager
9. Computer Systems Analyst
10. Mathematician

2012 Worst Jobs

There are days when we all feel like we have the worst job in the world. But when you actually quantify aspects of every job and compare one to another, there’s a definite measureable difference between jobs that are considered pretty good and those that aren’t.

Physical labor, declining job opportunities, a poor work environment and high stress are all pervasive attributes among those jobs that comprise our 2012 Worst Jobs List. Staking claim to the top spot is Lumberjack/Logger. These timber harvesters scored in the bottom 10% in all of our ranking categories except income, where they ranked in the bottom 25%. Unemployment for Lumberjacks is very high, and the demand for their services is expected to continue to fall through 2016. And while working outside all day may seem like a great job perk, being a lumberjack not only is considered the worst job, but also one of the world’s most dangerous.

“The second you lose respect for the tree or the tools, it can come back and bite you,” says Jake Rosa, owner of Dry Brook Custom Sawmilling in Upstate New York. As for job prospects, Rosa says, “It’s not that the demand for the job is declining. It’s finding people who want to do it and work hard at it that is declining.” He adds, “We’re still using paper and wood products all the time, but nowadays, kids would rather play video games instead of working hard and getting their hands dirty.”

The complete bottom 10 this year in order are:

1. Lumberjack
2. Dairy Farmer
3. Enlisted Military Soldier
4. Oil Rig Worker
5. Reporter (newspaper)
6. Waiter/Waitress
7. Meter Reader
8. Dishwasher
9. Butcher
10. Broadcaster

Tony Lee is the current Chief Alliance Officer and EVP of Adicio, the Internet’s leading developer of Web-based classified-advertising solutions, and also the publisher of CareerCast.com & JobsRated.com.

]]> http://www.recruitingtrends.com/jobs-rated-2012-hr-managers-rock-lumberjacks-roll/feed 0 What’s the Data Source? http://www.recruitingtrends.com/whats-the-data-source http://www.recruitingtrends.com/whats-the-data-source#comments Wed, 16 May 2012 13:59:30 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10760 Talent HQ’s Jason Buss makes a great point in “The Truth About Social Recruiting Headlines” – the information provided to us can be validated and justified depending on how the data is put together and put in front of us. He cites many examples of headlines contradicting each other, showing how each presents a different space for the best hiring source. Here is data he shares: Facebook is the #1 recruiting source, accounting for 78% of hires Employee referrals are the #1 recruiting source, accounting for nearly ½ of all hires Job boards are not dead, they are alive and well – accounting for nearly 40% of all hires Nearly 2/3 of hires found their job through “internal sources”]]>


Practitioners Confirm – LinkedIn is the Most Powerful “Social” Tool

Talent HQ’s Jason Buss makes a great point in “The Truth About Social Recruiting Headlines” – the information provided to us can be validated and justified depending on how the data is put together and put in front of us. He cites many examples of headlines contradicting each other, showing how each presents a different space for the best hiring source. Here is data he shares:

  • Facebook is the #1 recruiting source, accounting for 78% of hires
  • Employee referrals are the #1 recruiting source, accounting for nearly ½ of all hires
  • Job boards are not dead, they are alive and well – accounting for nearly 40% of all hires
  • Nearly 2/3 of hires found their job through “internal sources”

According to a recent survey of nearly 350 professionals (38% of which were in recruiting positions and 51% related professions) representing 20 countries and 49 states, Talent HQ finds:

  • 71% of recruiters have not hired 1 person via Twitter
  • 64% of recruiters have not hired 1 person via Facebook
  • 82% of recruiters HAVE hired from LinkedIn, and
  • A vast majority would refer fewer than 10 people they know to a job (re-defining referrals)
  • 50% do not have a personal or company Twitter account whose primary use is for recruiting

So it is important to know where the source of information is coming from, whom and how many people were surveyed, and that not everything we read is the truth – because the numbers can be skewed by whoever is telling the story.

Watch the webinar recording here or below: Recruiting Secrets Overheard in a Dark Alley

Recruiting Headlines and Social Recruiting

View more presentations from Jason Buss

More on Social Media:

Is Social Media Beneficial to the Recruiting Process?
Is Social Media Effective for Recruiting?
Are Recruiters Doing Social Media Right?

]]> http://www.recruitingtrends.com/whats-the-data-source/feed 0 Recruiting Trends to Hold Sourcing Summit Event in Atlanta http://www.recruitingtrends.com/recruiting-trends-to-hold-sourcing-summit-event-in-atlanta http://www.recruitingtrends.com/recruiting-trends-to-hold-sourcing-summit-event-in-atlanta#comments Wed, 16 May 2012 13:48:37 +0000 RecruitingTrends.com http://www.recruitingtrends.com/?p=10757 Following a successful Sourcing Summit in New York City in March, which resulted in overwhelmingly positive attendee feedback, Recruiting Trends, a leading resource for the employee recruitment industry, has announced it will host a Sourcing Summit in Atlanta on June 19. The event, which takes place at the Georgia Tech Hotel & Conference Center, will feature some of the industry’s most highly-acclaimed thought leaders: Shally Steckerl, Michael Glenn, Eric Jaquith, and Laura Stoker.]]>


Sourcing Summit takes place June 19 at the Georgia Tech Hotel & Center

Peterborough, NH – [May 16, 2012] – Following a successful Sourcing Summit in New York City in March, which resulted in overwhelmingly positive attendee feedback, Recruiting Trends, a leading resource for the employee recruitment industry, has announced it will host a Sourcing Summit in Atlanta on June 19.

The event, which takes place at the Georgia Tech Hotel & Conference Center, will feature some of the industry’s most highly-acclaimed thought leaders: Shally Steckerl, Michael Glenn, Eric Jaquith, and Laura Stoker.

Aimed at helping recruiters, sourcers, and HR professionals acquire fast and effective techniques for sourcing candidates on social networks and other platforms, the convenient, one-day event provides an opportunity to acquire the latest tips, tools, and tactics needed to overcome sourcing and recruiting challenges. It also provides an opportunity to network with peers and earn HRCI credits.

The Summit begins with a networking breakfast and then kicks off with Shally Steckerl’s keynote presentation, “The Top Four Cures for Your Sourcing Slump.” The presentations and workshops that follow share best practices that get proven results, as well as insight into what doesn’t work.

To view the entire agenda, visit: http://www.SourcingSummit.com/Agenda
To register for the event, visit: http://www.regonline.com/sourcingsummit6-12

About Recruiting Trends

Since 1970, Recruiting Trends has been dedicated to serving the recruiting industry. RecruitingTrends.com and its companion biweekly newsletter, Recruiting Trends Bulletin, reach senior-level recruiters and human resource and talent management leaders within small, medium, and global enterprises and are the industry sources for key decision makers and influencers in the profession to read about what’s going on in their world. Recruiting Trends features articles and research that explore current and future trends, share leading-edge best practices, identify tactical recruiting expertise, and offer industry insight.

Recruiting Trends also hosts Recruiting Trends Best Practice Webinars featuring panel discussions by today’s recruiting experts on relevant and timely sourcing, recruiting, and on-boarding topics. In addition, Recruiting Trends holds The Recruiting Conference and other live events.

Sourcing Summit: LinkedIn | Facebook | Twitter @Sourc12 – #SCR12

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